Person-supervisor fit,needs-supplies fit,and team fit as mediators of the relationship between dual-focused transformational leadership and well-being in scientific teams

Team-based work structures have become prevalent in science. Scientific teams, however, are characterized by competing individual-level and team-level needs (i.e., by mixed-motive situations). This makes leading scientific teams particularly challenging: Balancing competing individual-level goals and common team-level goals requires a specific type of leadership that simultaneously considers both satisfying individual-level needs as well as team-level needs. The current study addresses this issue by combining the dual-focused model of transformational leadership with person-environment fit theory. Specifically, we investigated needs-supplies fit, person-supervisor fit, and team fit as mediators of the relationship between transformational leadership and scientific team members’ job satisfaction and work-related strain. In doing so, we provide a new perspective on leadership in scientific teams by explicitly differentiating individual-level and team-level effects of transformational leadership. We tested our hypotheses using a three-wave design with a sample of 134 members of 42 scientific teams. The relationships between individual-focused transformational leadership, job satisfaction, and work-related strain were mediated by needs-supplies fit and person-supervisor fit. Team-focused transformational leadership was positively related to job satisfaction and negatively related to work-related strain. Our findings contribute to further clarifying the mechanisms underlying the relationship between transformational leadership and members’ well-being in scientific teams.     

Organizational Tenure Diversity as Predictors of Combat Performance in ROK Army

Drawing on the upper-echelons theory and diversity issues, this study examines the relationships between top management team (TMT) organizational tenure, tenure diversity, and combat performance. The study is based on of Korea Combat Training Center (KCTC) that is designed for training and evaluation of the battalion combat power. Findings indicate that battalions with higher levels of TMT tenure have a positive effect on combat performance. Tenure diversity of TMT has a negative effect on combat performance. In addition, results showed that the negative relationships between tenure diversity of TMT and combat performance are attenuated by commander’s shared experience with other TMT members.     

An Occupational Therapist's Interdisciplinary Approach to a Geriatric Psychiatry Activity Group: A Case Study

Occupational therapy has long recognized the usefulness of activity groups to promote functional outcomes for clients in mental-health settings. An occupational therapist used an interdisciplinary approach (working with a psychiatric nurse practitioner and a manual arts therapist) to conduct a biweekly geriatric psychiatry activity group. A case study is presented to demonstrate the success and longevity of the interdisciplinary activity group. Each clinician contributed unique skills to provide occupation which provided positive outcomes for the clients. Practically, the employing of different disciplines allowed group coverage for each other in times of cost-containment and limited resources.     

Personality and the prediction of team performance

Although much is known about personality and individuals' job performance, only a few studies have considered the effects of team‐level personality on team performance. Existing research examining the effects of personality on team performance has found that, of the Big Five factors of personality, Conscientiousness is often the most important predictor. Accordingly, we investigated the criterion validity of lower‐level Conscientiousness traits to determine whether any one trait is particularly predictive of team performance. In addition to Conscientiousness, we examined the criterion validity of the other Big Five personality factors. We found that Conscientiousness and its facets predicted team performance. Agreeableness, Extraversion and Neuroticism were not predictive of team performance, whereas Openness had a modest negative relation with team performance. Copyright © 2010 John Wiley & Sons, Ltd.     

193例戒毒者人格类型及其与自尊、社会支持和应对策略的关系

以193名戒毒者为被试,运用问卷法和对数线性模型调查和分析了戒毒者个人背景及其与戒毒行为的关系,通过聚类分析概括出戒毒者的三种人格类型,并探讨了不同人格类型戒毒者在自尊、社会支持、应对策略上的特点及其关系。结果表明：(1)中低教育程度与中低经济收入显著正相关;男性所估计的戒毒时间远远少于女性;吸毒时间越长,复吸的可能性越大。(2)外向冲动型戒毒者的自尊水平最高,其次是内向顺从者,身心障碍者的自尊水平显著低于外向冲动者。(3)身心障碍者对支持的主观体验和利用程度越高,所采取的面对策略越多;所获得的支持越多,越少采取屈服策略。而内向顺从者和外向冲动者对所获支持的满意程度越高,越少采取面对策略;对支持的利用程度越高,所采取的屈服策略越多。     

高技术工作团队的交互记忆系统及其效果

交互记忆系统近来被认为是影响工作团队绩效的重要特性之一。以往的研究局限于实验室样本或者由学生组成的临时团队,该研究从高技术企业中选取190个工作团队作为样本,考查了团队的交互记忆系统与团队中的其它现象之间的关系。研究除了发现Lewis的量表中有两个题目不理想外,还发现交互记忆系统与团队成员之间的信任、合作性目标导向具有显著的正相关,同时交互记忆系统与团队的工作绩效和凝聚力也具有显著的关系。该文在检验团队层次的现象时,通过计算团队成员在相应变量上得分的一致性(rwg)来检查加总分析的合理性,这是从事团队层次的研究中需要遵循的方法     

小学生应用题表征的类型和特点

以124名小学六年级学生为被试。采用应用题解决问卷考查了我国小学生应用题表征的类型和特点。结果表明小学生应用题的表征方式有复述内容、图式表征、图片表征、直译表征、语义结构分析等;成功解题者和不成功解题者对各种表征方式的使用次数上没有显着差异;成功解题者和不成功解题者在各种表征方式下的解题成绩有显着差异,成功解题者在图式表征、直译表征和语义结构分析表征下的成绩显着优于不成功解题者。     

Positive Group Affective Tone and Team Creative Performance and Change‐Oriented Organizational Citizenship Behavior: A Moderated Mediation Model

Despite the vast amount of research on creativity and organizational citizenship behavior (OCB), little knowledge has been accumulated with respect to underlying mechanisms and boundary conditions affecting team creative performance and change OCB. To fill this research gap, this study aims at proposing and testing a moderated mediation model that delineates the relationships among positive group affective tone (PGAT), team reflexivity, team leader transformational leadership, team creative performance, and team change OCB. As hypothesized, PGAT was positively associated with team reflexivity, which in turn significantly predicted team creative performance and change OCB. In addition, the relationship between PGAT and team reflexivity and the indirect effects of PGAT on team creative performance and change OCB through team reflexivity were more pronounced when team leader transformational leadership was high than when it was low. These findings were validated in a post hoc analysis that compared the proposed moderated mediation model with alternative models.